The employer side of Internhuddle

Video-first applications

Candidates record a 90-second intro instead of submitting another faceless CV. You get personality, communication and motivation in the first 30 seconds — not page three of a PDF.

• 90-second video intros
• Simple public apply link
• No account needed to apply

AI screening

AI scores role fit from application evidence and analyses video audio for communication. Scores, transcripts and summaries can be incomplete or wrong. Employer rules and thresholds can also reject or shortlist automatically, so review the evidence and the oversight your process requires.

• Automatic scoring & banding
• Plain-English summaries
• Re-score as your bar changes

Calibration & Blind Mode

Tell the AI when you agree or disagree with a score and future screening calibrates to your bar. Flip on Blind Mode to redact names and other identifying details, so early screening focuses on the work — not the person.

• Agree/disagree feedback shapes future scores
• Blind Mode redacts identifying details
• Bias guardrails that never relax

Autopilot automation

Configure reminders, offers and other workflow stages to reduce admin work. Screening rules and thresholds have their own automatic outcomes; stage approval settings do not guarantee a human review before rejection or shortlisting. Use automation only where your process and applicable obligations permit it.

• Stage-specific approval controls
• Automatic reminders & nudges
• Check screening outcomes separately

Offers & e-sign contracts

Send offers, generate an internship agreement (AI-drafted or your own PDF), and collect a legally-clear e-signature — all without leaving the app or touching a separate tool.

• One-click offers
• AI-drafted or uploaded contracts
• Built-in e-signature

Mentor matching

Auto-allocate mentors by area and capacity so nobody gets overloaded and every intern has a point of contact from day one.

• Allocation by area & capacity
• Manual override any time
• Mentor chase & escalation

Weekly feedback & at-risk flags

Mentors leave structured weekly feedback in seconds. Internhuddle watches for missed cycles and dipping scores, and flags interns who need attention before it becomes a problem — then closes the loop with an exit survey at the end.

• Lightweight weekly check-ins
• Automatic at-risk detection & early intervention
• Exit surveys close every internship

Intern journal

Interns keep a private journal of weekly reflections, choose which entries to share with their mentor, and export the whole thing as a polished PDF when the internship wraps up.

• Private weekly reflections
• Share selected entries with mentors
• One-click Journal PDF export

Advisory reviews

Need a second opinion on a candidate? Share their application with anyone — a hiring manager, team lead or client — via a secure link. No account needed, and their feedback stays advisory: you keep the final call.

• Share candidates via secure link
• Reviewers don't need an account
• Feedback is advisory — you decide

Performance reports & certificates

Turn real internship work into evidence interns can take forward: mentor-backed skills, named endorsements, a factual performance report and a completion certificate.

• Mentor-verified skills and endorsements
• Reports grounded in actual feedback
• Shareable record and branded completion certificate

Intern portal

Interns get a private home for their journey: live application status, feedback, documents, a reflective journal, and an exit survey at the finish line.

• Live status tracking
• Journaling & feedback
• Documents & certificate downloads

University & placement portal

Interns can log their placement with their university, and placement offices get a free, read-only dashboard of their whole cohort. Students control exactly what's shared, field by field, and can revoke access at any time.

• Student-controlled consent sharing
• Referral links for placement offices
• Accreditation-ready CSV & PDF exports

Multi-office support

Run one program across multiple offices or legal entities. Each office carries its own branding and legal name on candidate emails, contracts and certificates — and deadlines follow each office's timezone.

• Per-office branding & legal names
• Timezone-aware deadlines
• One pipeline across every location

Analytics & cohorts

See pipeline conversion, cohort health and demographic insight at a glance. Organise interns into cohorts and run multiple intakes side by side.

• Pipeline & conversion analytics
• Cohort management
• Diversity & demographic insight

Free talent pool access

Browse a growing pool of interns who've opted in to hear about future internships — and reach out at no cost. Discovery and outreach are completely free; you're only ever charged if you actually hire someone into your program.

• Browse & contact candidates free of charge
• Pre-vetted, consent-based profiles with video intros
• Pay only when you hire them into your program

Pay only for what you use

No subscriptions, no seats, no monthly fees. Prepaid credits are only spent when you actually screen or run candidates — you never pay for anything you don't use, and unused credits simply wait for your next cohort.

• No subscription or monthly fee
• Credits spent only on what you actually use
• Top up only when you need more

Private by company

Company workspaces use tenant-scoped and role-based access controls. Candidate discovery, invited reviews, university sharing and public records have separate permissions. Retention settings and deletion scope are explained in the privacy notice.

• Tenant-scoped workspaces
• Configurable retention settings
• Role-based access control

Frequently asked questions

How does video screening work for internship applications?

Applicants record a short video answering a randomized prompt during the application. The platform transcribes and scores communication separately from role fit, so employers see both how well a candidate matches the role and how clearly they communicate.

Can Internhuddle automate the whole internship hiring pipeline?

The platform has stage-specific automation and approval controls, but screening rules and thresholds can automatically reject or shortlist before a human review. An approval or manual label is not a blanket screening gate. Employers must check which outcomes their settings produce and arrange any review required by their obligations before those outcomes take effect.

How are mentors matched with interns?

When an intern signs their contract, Internhuddle can allocate a mentor automatically based on availability and workload, or an admin can assign one manually. Mentors then run a weekly feedback loop with their interns from their own portal.

What does the weekly feedback loop look like for interns?

After a two-week settling-in period, interns and mentors exchange short structured check-ins each week: what went well, what to improve, and one focus for next week. The record feeds at-risk detection during the program and the final performance report at the end.

Can universities see how their students are performing?

With the intern's explicit consent, university placement offices get a free portal showing placement records — and, where the intern allows it, performance reports. Interns stay in control of exactly what is shared.